A Rocky Mount woman’s extreme fear of dolls became the cruel centerpiece of workplace harassment when her manager at Truist Bank deliberately placed a “Chucky” doll on her chair, triggering a panic attack that led to an eight-week medical leave and eventually her termination.
Key Takeaways
- Debra Jones is suing Truist Bank for violations of the Americans with Disabilities Act after her manager deliberately placed a “Chucky” doll on her chair despite knowing about her phobia.
- The prank triggered a panic attack and resulted in an eight-week medical leave, with Jones receiving a new PTSD diagnosis on top of her existing anxiety, depression, and autoimmune conditions.
- Upon her return to work, Jones alleges continued discrimination, including comments that she was “using her anxiety as an excuse” and that her accommodations were negatively affecting coworkers.
- Jones was ultimately terminated in March 2025 after supervisors suggested the job “was not a right fit for her,” prompting her lawsuit seeking backpay, damages, and legal fees.
Cruel Prank Targeting Known Vulnerability
The lawsuit filed by Debra Jones details how her manager at Truist Bank deliberately exploited her known phobia of dolls, particularly the infamous “Chucky” character from the horror franchise “Child’s Play.” According to court documents, Jones had previously disclosed both her fear and her ongoing struggles with chronic mental health conditions including anxiety and depression. Despite this knowledge, her manager not only placed the doll on her chair but allegedly laughed at her extreme reaction, which escalated into a full-blown panic attack requiring immediate medical attention.
The incident, which occurred in 2024, had severe consequences for Jones’ health. What might have been dismissed as a harmless office prank by some resulted in an eight-week medical leave for Jones, who now bears an additional diagnosis of post-traumatic stress disorder. This case raises serious questions about workplace culture and the responsibilities employers have toward employees with documented medical conditions, especially when those conditions have been formally disclosed.
Continued Discrimination Upon Return
When Jones finally returned to work after her medical leave, she was assigned a new manager and office space. However, according to her lawsuit, the workplace discrimination did not end. Jones claims that her new management team treated her differently regarding her required work accommodations, with supervisors allegedly telling her that her accommodations for medical leave were “affecting coworkers” who “also needed time off.” This pattern of hostility toward reasonable accommodations represents a clear failure to honor the protections afforded by the Americans with Disabilities Act.
“Did not think this job was a right fit for her,” a supervisor said, according to court documents.
The situation deteriorated further in January 2025 when, according to the lawsuit, a supervisor suggested that Jones’ position at the bank was not suitable for her, directly citing her anxiety as the reason. This statement clearly demonstrates the type of disability-based discrimination that federal law explicitly prohibits. Jones continued to experience panic attacks at work, eventually requiring additional medical leave for treatment. By March, Truist Bank had terminated her employment completely.
Legal Battle Highlights Workplace Accommodation Issues
Jones’ lawsuit seeks comprehensive damages including backpay, legal fees, and compensation for the emotional distress she suffered. Her legal team has built their case around alleged violations of both the Americans with Disabilities Act and the Civil Rights Act, positioning this as a significant test case for workplace accommodations and the treatment of employees with mental health conditions. Jones has requested a jury trial, suggesting confidence in the strength of her evidence and the clarity of the law regarding her situation.
“Cannot keep using her anxiety and emotional problems as an excuse,” a supervisor told Jones before her termination, as documented in the lawsuit.
The bank’s position, as suggested by supervisors’ comments cited in the lawsuit, appears to frame Jones’ mental health conditions as excuses rather than legitimate medical issues requiring accommodation. This perspective fundamentally misunderstands both the legal obligations of employers under the ADA and the reality of mental health conditions. The court’s decision in this case could provide important clarity for employers about their responsibilities toward employees with mental health disabilities, particularly regarding the line between workplace humor and targeted harassment.
Broader Implications for Workplace Culture
This case illustrates the growing tensions in American workplaces between traditional corporate expectations and the increasing recognition of mental health conditions as legitimate disabilities deserving of accommodation. The “Chucky doll incident” may seem trivial to some observers, but for individuals with specific phobias or anxiety disorders, such targeted actions can have devastating consequences. President Trump’s administration has consistently emphasized the importance of fair treatment for all American workers, and this case represents exactly the kind of overreach by corporate entities that undermines the dignity of working people.
While WRAL News has contacted both Truist Bank and Jones’ legal representatives for comment, the bank has yet to publicly respond to the allegations. The outcome of this case will likely depend on the specific evidence presented regarding both the initial incident and the subsequent treatment Jones received. If her claims are substantiated, this could represent a significant victory for workers seeking reasonable accommodations for mental health conditions in the workplace.
